The Secret to Getting a Job at Google Revealed
According to William Poundstone, author of Are You Smart Enough to Work at Google “Google is very clear about who it wants: extremely bright extroverts. The company is founded on intensive collaboration. This is reflected even in the office layout, with only a handful of private offices. (When employees feel an occasional need for privacy, they seek out an empty conference room.) The stereotypical engineer—someone who works best alone and hates distractions—is probably not a good fit, ”If such is the parameter for getting a job in Google, then one must quit the conventional pattern for their getting a job here. Google would rather have an employee make mistakes and create something new than have an expert in the field, who would follow an archetype solution of a problem.
Even the resumes are reviewed with a different perspective. As per the Senior Vice President (SVP) of Google, Laszlo Bock, most people “don’t put the right content on their resumes.” He explains further that “The key is to frame your strengths as: ‘I accomplished X, relative to Y, by doing Z. For example, most people will write: I wrote editorials for The New York Times. Instead, a stand-out resume will say: Had 50 op-eds published compared to average of 6 by most op-ed [writers] as a result of providing deep insight into the following area for three years.”
Laszlo Bock expounds on the interview criteria for qualifying the interview round, he says that “Most people in an interview don’t make explicit their thought process behind how or why they did something and, even if they are able to come up with a compelling story, they are unable to explain their thought process.” He says that “What you want to do is say: ‘Here’s the attribute I’m going to demonstrate; here’s the story demonstrating it; here’s how that story demonstrated that attribute.” William Poundstone, author of Are You Smart Enough to Work at Google, elaborates that ‘It’s not just about getting a “right answer.” They’re interested in your thought process, and your whole explanation counts. Tell the interviewer about all the possible approaches and how the ‘’obvious’ one fails.
Bock explains how leadership is assessed in this company. He says “is leadership — in particular emergent leadership as opposed to traditional leadership. Were you vice president of sales? How quickly did you get there? We don’t care. What we care about is, when faced with a problem and you’re a member of a team, do you, at the appropriate time, step in and lead. And just as critically, do you step back and stop leading, do you let someone else? Because what’s critical to be an effective leader in this environment is you have to be willing to relinquish power.” Humility and ownership are some of the sought after virtues as an employee at Google.